Throughout a single day, we all go through moments of joys, worries, sadness, illusions, frustrations… we are capable of feeling an infinity of emotions and acting with and for them. We are not flat and stagnant beings… we are dynamic, it is the ups and downs that define us as people and allow us to act in the world. Therefore, understanding and knowing how to manage our emotions and those of our team, in the right way, is fundamental to achieving our goals. It is important not to lose sight of this emotional plane and to know how to interpret it, it may be the key we needed.
There are no good or bad emotions, every emotion is a message and contains valuable information that, if we decipher it effectively, will be key to achieving our goals as a team.
Emotions offer us clues about problems or opportunities in our business, and each emotion offers us an action to overcome or take advantage of them and maintain balance.
Feeling is crucial for our personal evolution. Understanding what others are feeling is crucial for the evolution of our business. Otherwise, if we do not successfully decipher those messages or simply do not listen to them, it means moving forward blindly, which can lead to problems and prevent us from reaching the goals.
Emotions do not just “appear” without more. We can create emotions, we can generate emotions in the team, in concrete situations, we all have the capacity to be designers of emotions. Leading a team consists of, with different methods, designing emotions in our collaborators that make them feel valuable, useful, participants… it consists of creating intrategy.
This emotional design architecture is based on people’s ability to take control of our emotions. It is an innate ability of the human being, why not take advantage of it?
If, for example, we need to tell something to a collaborator, we must first reflect on what we want to achieve with said conversation, not get carried away, not improvise, but establish a plan and design the appropriate emotion that allows us to achieve that goal.
If our goal with the conversation is to tell him about certain shortcomings or certain mistakes that we want him to correct or improve, then we must connect with his commitment to the company, instead of letting ourselves be led towards emotions of distrust or rejection.
It is important to work on our emotional architecture to design robust structures on which our goals are based, structures such as commitment, respect… they are essential when it comes to leading teams. At Intrategia we believe in emotional architecture, in creating a business from within that materializes abroad, in forming leaders who are able to accompany others, in addition to themselves, that is Intrategia
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